众文网1.人力资源会计量化论文英语摘要
human resource accounting is a new field in accounting it aims to measure and report human resource and to offer the information of human resource.in this report,human resource accounting is considered as a branch subject of accounting meanwhile we should report and supervise the human resource using merit index。
2.谁能帮我找2篇有关人力资源会计 外文文献 谢谢
1. 添加入标记条目中 期刊文章 Human Resource Allocation in a CPA Firm: A Fuzzy Set Approach Wikil Kwak, Yong Shi and Kooyul Jung The review of existing human resource allocation models for a CPA。
Review of Quantitative Finance and Accounting, Volume 20, Number 3 / 2003年5月 PDF (77.4 KB) 2. 添加入标记条目中 期刊文章 Corporate Social Reporting in the European Context and Human Resource Disclosures: An Analysis of Finnish Companies Taru Vuontisjärvi 。interface between HR reporting (especially as based on measurements such as Human Resource Accounting and Intellectual Capital schools) and corporate social reporting practices. The results。
Journal of Business Ethics, Volume 69, Number 4 / 2006年12月 PDF (220.8 KB) 3. 添加入标记条目中 期刊文章 Human resource accounting Carme Barcons-Vilardell, Soledad Moya-Gutierrez, Antonio Somoza-López, Josep Vallverdú-Calafell and Carlos Griful-Miquela Abstract Human resources is an old field of research in economics, as reflected by accounting treatments. This paper reviews this。 International Advances in Economic Research, Volume 5, Number 3 / 1999年8月 PDF (571.7 KB) 4. 添加入标记条目中 图书章节 A Machine Learning Application for Human Resource Data Mining Problem Zhen Xu and Binheng Song 。
for problems with changing conditions. Human resource allocation is a kind of。 Lecture Notes in Computer Science, Advances in Knowledge Discovery and Data Mining PDF (238.9 KB) 5. 添加入标记条目中 图书章节 Human Capital Management Peter Friederichs and Monika Labes Dieses einführende Kapitel geht zunächst auf den Begriff Human Capital und dessen unterschiedliche ein. In einem kurzen Problemaufriss wird die。
Human Capital Management, Teil I PDF (216.3 KB) 6. 添加入标记条目中 图书章节 Fuzzy Logic Experience Model in Human Resource Management Zhen Xu, Binheng Song and Liang Chen 。of most important functions in human resource management. It presents a new。
Lecture Notes in Computer Science, Knowledge-Based Intelligent Information and Engineering Systems PDF (209.7 KB) 7. 添加入标记条目中 期刊文章 Natural Resource Management to Offset Greenhouse Gas Emissions Robert A. Mickler Environmental Management, Volume 33, Number 4 / 2004年8月 PDF (135.0 KB)HTML 8. 添加入标记条目中 期刊文章 Conflicts between humans over wildlife management: on the diversity of stakeholder attitudes and implications for conflict management Keith Marshall, Rehema White and Anke Fischer Abstract Conflicts involving wildlife are, in essence, often conflicts between human parties with differing wildlife management objectives. However, the study and management of。 Biodiversity and Conservation, Volume 16, Number 11 / 2007年10月 PDF (494.6 KB)HTML 9. 添加入标记条目中 图书章节 For the Knowledge Society: How to Involve Human Resources in Gaming Arata Ichikawa and Mieko Nakamura Gaming, Simulations, and Society, Part IV PDF (179.4 KB) 10. 添加入标记条目中 期刊文章 Characterization of the human lineage-specific pericentric inversion that distinguishes human chromosome 1 from the homologous chromosomes of the great apes Justyna M. Szamalek, Violaine Goidts, David N. Cooper, Horst Hameister and Hildegard Kehrer-Sawatzki Abstract The human and chimpanzee genomes are distinguishable in terms of ten gross karyotypic differences。
Human Genetics, Volume 120, Number 1 / 2006年8月。
3.人力资源会计 中英文
中文摘要“二十一世纪，什么最贵？人才！”一句电影台词道出了知识经济时代人力资源对于社会发展的意义所在。
而人力资源对于高新技术企业比其他类型的经济组织有着更加不同寻常的意义。人力资源究竟能为企业带来多少价值，如何在考量员工为企业带来的价值的基础上，采用适当的激励机制，留住人才，并能充分发挥他们的主观能动性？本文将利用人力资源会计的相关理论和方法对这些问题一一做出回答。
本篇论文分为三大部分：人力资源会计理论概述、人力资源价值计量方法研究、人力资源会计在高新技术企业应用的探讨。第一章为引言，主要介绍本文选题的意义、相关领域国内外的研究现状、以及论文的总体框架内容。
第二章为人力资源会计概述，介绍人力资源会计基本的理论和人力资源会计在国内外的应用情况。第三章着重介绍人力资源价值计量的问题。
人力资源价值的计量在理论界仍处于探讨阶段，尚未形成成熟的理论体系，本章着重归纳具有代表性的人力资源价值计量的四类模式，简要分析了它们各自存在的不足，并详细介绍了李世聪教授提出的当期价值计量模型，阐述了高新技术企业应用该模型计量的优越性，为高新技术企业中的具体应用提供理论依据。第四章是研究成果的主体：人力资源会计在高新技术企业中应用的探讨。
从人才激励的角度出发，进行现状分析，找出可以采用的激励机制，然后，通过已有的较为成熟的人力资源价值计量模型，计算出量化的数据，为高新技术企业完善激励机制，留住核心人才提出可行性建议。最后一章是论文的结论以及对人力资源会计应用的展望。
关键词：人力资源会计，当期价值计量模型，股票期权Abstract" what is most expensive in the 21st century? Talented person!" Amovie lines illustrate the significance of human resources in theknowledge-economy times .The human resources have a more unusualsignificance to the high-tech enterprise compared to other types ofeconomic organizations.How many values actually can the human resources bring to theenterprise, how can we measure the value of talented person, using thesuitable drive mechanism, to detains the suitable drive mechanism, andcan fully display their subjective initiative? This article will make thereply to these questions, using the human resources accounting's relatedtheory and the method.This paper divides into three major parts: HRA theory outline,human resources value gauging device research, HRA in high -techenterprise application discussion.First chapter is the introduction; mainly introduce the significance ofselecting the topic, present situation of domestic and foreign research incorrelation domain, as well as overall frame content of this paper.Second chapter is outlines of the resources accounting, includingbasic theory of HRA and applications situation of HRA inside and outsideof our country.Third chapter introduces the question on the human resources valuemeasurement emphatically. This chapter induces four kinds of patternsemphatically which is representative human resources value measurement,analyze their respective existence insufficiency briefly, and in detailintroduced the time-value measurement mode which is proposed byProfessor Li Shicong, and illustrate the superiority of the model, providedthe theory basis for the high-tech enterprise in concrete application.Fourth chapter is main body of the research: HRA in high-techenterprise application discussion. Carries on the present situation analysis,offer drive mechanism which may use, then has, calculates the relativedata by the mature human resources value measurement model ,consummates the drive mechanism for the high-tech enterprise, putforward the feasible proposal to detains the talented person.The last chapter is the paper's conclusion and the forecast of theapplication of HRA.Key words: HRA, The time-value model, stock opti。
4.谁能帮我找2篇有关人力资源会计外文文献谢
以下推荐的书和光碟都是由胡八一博士主编的 《人力资源规划实务》 《人力资源规划实务》一书很好地回答了这一系列的问题。
书中从组织规划、岗位职务规划、人力分配规划、人力补充规划和教育培训规划五个部分着笔，从组织的整体角度出发层次渐进的通过引用大量的典型案例，理论联系实际，深入浅出的论述，秉承了柏明顿管理咨询一贯细节•落地的风格，实用性和可操性较强！企业各级主管，尤其是人力资源管理人员通过对本书的学习，能有效地提升其管理水平与组织和个人的工作绩效。 · 《能力素质模型构建与运用案例精选》 《能力素质模型构建与运用案例精选》集中了柏明顿人力资源管理咨询的实战成果，秉承了落地、细节的柏明顿咨询风格。
书中收录了13个不同行业、不同类型企业的能力素质模型构建与应用的经典案例，在吸收国外先进知识经验的基础上加以本土化创新和完善，广大读者通过了解、学习这些企业的能力素质模型构建与应用经验，定能为本企业的能力素质模型地构建与应用提供有益的参考与帮助，同时，也能够帮助企业各级管理人员提升管理水平。 · 《激励员工全攻略》 《激励员工全攻略》一书为我们提供了一把开启员工资源宝藏的金钥匙，让员工变“要我工作”为“我要工作”的金钥匙。
· 《“8+1”绩效量化技术》光碟 《“8+1”绩效量化技术》光碟由胡八一主讲，几乎所有企业家都知道绩效考核的重要性，几乎所有管理者都遇到绩效指标难于量化的难题，为什么？缺乏一套真正具有实操意义的工具！ · 《组织架构与部门职能案例精选》 人力资源管理咨询案例书籍柏明顿丛书《组织架构与部门职能案例精选》 · 《8+1绩效量化案例精选》 人力资源管理书籍柏明顿丛书本书精选了常见的16个行业二百多个岗位的《绩效考核计划表》，为已经或者将要建立绩效考核体系的企业提供了一套极具参考价值的模版。 · 《岗位说明书案例精选》 人力资源管理书籍柏明顿丛书岗位说明书案例精选书籍《岗位说明书案例精选》。
· 《员工十大激励工程》光碟 员工十大激励工程由胡八一博士主讲，光碟。 · 《“8+1”绩效量化技术》 有效的绩效考核是企业薪酬管理的基础，是经理人管理水平的重要体现，也是职业经理人必备的技能。
然而几乎所有管理者都面临绩效指标难以量化的难题，为什么？缺乏一套真正具有实操价值的工具！ · 《三三制薪酬设计案例精选》 “薪资总额的多少更大程度上只具有保健作用，即工资总额的多少只会决定着员工的去留；科学的薪资结构极其比例才真正具有激励作用，即员工的薪资是如何构成及构成的比例的会决定着员工的工作努力程度”。
5.人力资源管理论文摘要的英语翻译 急用
Along with the deepening of the socialist market economy development, as well as the establishment of modern enterprise system, enterprise healthy, long-term development of increasingly become the backbone of economic prosperity, in the actual operation and management process, human resources has gradually demonstrated its traditional material resources priority the importance of an enterprise's core resources. Human resources management of an enterprise level, and ultimately determines the competitiveness of enterprises, how to achieve effective development and scientific and rational management of human resources are key to the success of enterprises. Therefore, how to strengthen and improve the enterprise human resources management are the current businesses in the development process The most pressing problem for enterprise analysis of human resources management to explore the direct and realistic significance. The paper first describes the content of human resources management, characteristics, specific mission, objectives, significance, etc., and then through Shenyang Qi Xing Pharmaceutical Co., Ltd. company status quo analysis, to identify the company's human resources management at all exist questions, and finally put forward to strengthen and improve the enterprise human resource management countermeasures and suggestions with a view to strengthen and improve the enterprise's human resources management, strengthen the core competitiveness of enterprises to provide a reference.
排版你再重新排下！
6.急求英语高手翻译,论文要求英文翻译
为你提供正确译文。
鉴于比较长，望能加分：Today's society has entered an era of knowledge economy, with human resources becoming a core economic element. With the development of the knowledge-based economic society, the development and research of human resources has become ever more important for businesses and traditional accounting can no longer reflect truthfully or accurately the objective economic operations. As a result, HR accounting, which confirms, calculates and reports on the state of human resources has become the main stream. While China introduced from abroad the concept of HR accounting in the 1980s, its development in this area has been slow. HR accounting enables businesses and departments to use and develop rationally human resources to meet the development needs of the market economy. This paper expounds on the necessity and feasibility of the development and application of HR accounting by analyzing its genesis, evolution and significance.保证答案正确，请及时采纳。祝学习工作愉快！（*^__^*）。
7.急求关于人力资源的论文摘要英文翻译,高手进来下,谢谢了
Abstract: The privately operated economy has become the national economy the important component, in the promotion economic development, the innovation science and technology, satisfies aspects and so on employment to play the influential role. But takes the privately operated economic subject the Private enterprise is specially the middle and small scale Private enterprise exists in human resources management and the development aspect lacks the correct personnel idea, the organizational structure undefined, the talented person idea to be fuzzy, the salary management and the achievements inspection not perfect, the staff trains the body to be systematic and so on questions, serious influence Private enterprise's healthy development. These question's production has the macroscopic environment aspect reason, more is comes from the Private enterprise, specially entrepreneur's quality and consciousness. Obtains from the enterprise itself, should improve private enterpreneur's quality emphatically, consummates the organizational structure, perfect systems and so on achievements inspection, staff training and salary management, thus enhances the Private enterprise human resources management and the development level.。
8.人力资源方面英语作文
人力资源英语 计算机/互联网/通讯 Technology/Internet 首席技术执行官 CTO/VP Engineering 技术总监/经理 Technical Director/Manager 信息技术经理 IT Manager 信息技术主管 IT Supervisor 信息技术专员 IT Specialist 项目经理/主管 Project Manager/Supervisor 项目执行/协调人员 Project Specialist / Coordinator 系统分析员 System Analyst 高级软件工程师 Senior Software Engineer 软件工程师 Software Engineer 系统工程师 System Engineer 高级硬件工程师 Senior Hardware Engineer 硬件工程师 Hardware Engineer 通信技术工程师 Communications Engineer ERP技术/应用顾问 ERP Technical/Application Consultant 数据库工程师 Database Engineer 技术支持经理 Technical Support Manager 技术支持工程师 Technical Support Engineer 品质经理 QA Manager 信息安全工程师 Information Security Engineer 软件测试工程师 Software QA Engineer 硬件测试工程师 Hardware QA Engineer 测试员 Test Engineer 网站营运经理/主管 Web Operations Manager/Supervisor 网络工程师 Network Engineer 系统管理员/网管 System Manager/Webmaster 网页设计/制作 Web Designer/Production 技术文员/助理 Technical Clerk/Assistant 销售 Sales 销售总监 Sales Director 销售经理 Sales Manager 区域销售经理 Regional Sales Manager 客户经理 Sales Account Manager 渠道/分销经理 Channel/Distribution Manager 渠道主管 Channel Supervisor 销售主管 Sales Supervisor 销售代表 Sales Representative / Executive 销售工程师 Sales Engineer 医药代表 Pharmaceutical Sales Representative 保险代理 Insurance Agent 销售助理 Sales Assistant / Trainee 商务经理 Business Manager 商务专员/助理 Business Executive/Assistant 销售行政经理 Sales Admin. Manager 销售行政主管 Sales Admin. Supervisor 售前/售后技术服务经理 Technical Service Manager 售前/售后技术服务主管 Technical Service Supervisor 售前/售后技术服务工程师 Technical Service Engineer 售后/客户服务（非技术）经理 Customer Service Manager 售后/客户服务（非技术）主管 Customer Service Supervisor 售后/客户服务（非技术）专员 Customer Service Executive 经销商 Distributor 市场/公关/广告 Marketing/PR/Advertising 市场/广告总监 Marketing/Advertising Director/VP 市场/营销经理 Marketing Manager 市场/营销主管 Marketing Supervisor 市场/营销专员 Marketing Executive/Communication 市场助理 Marketing Assistant / Trainee 产品/品牌经理 Product/Brand Manager 产品/品牌主管 Product/Brand Supervisor 市场通路经理 Trade Marketing Manager 市场通路主管 Trade Marketing Supervisor 促销经理 Promotions Manager 促销主管 Promotions Supervisor 促销员 Promotions Specialist 市场分析/调研人员 Market Analyst/ Research Analyst 公关/会务经理 Public Relations Manager 公关/会务主管 Public Relations Supervisor 公关/会务专员 Public Relations Executive 媒介经理 Media Manager 媒介人员 Media Specialist 企业/业务发展经理 Business Development Manager 企业策划人员 Corporate Planning 广告策划/设计/文案 Advertising Creative/Design/Copy writer 财务/审计/统计/金融 Finance/Accounting/Banking 财务总监 CFO/Finance Director/VP 财务经理 Finance Manager 财务主管/总帐主管 Finance Supervisor 会计经理/会计主管 Accounting Manager/Supervisor 会计 Accountant / Accounting Trainee 出纳员 Cashier。
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